An effective nurse manager knows how to defuse workplace conflict, both among the nursing staff and between herself and employees. However, not all nurse managers are natural leaders. If your manager falls into this category, she might avoid conflict or refuse to negotiate. In this case, it’s up to you to take the lead and find a solution, ideally without alienating your manager.

Approach Her Privately

If your manager avoids conflict, confronting her in front of the rest of the staff puts her on the spot and might make her even more hesitant to address the situation. Wait until you can speak with her alone, preferably when the unit is slow and she has time to talk. She’ll likely feel more comfortable in a one-on-one setting, especially if you approach it as a conversation instead of a confrontation. Rather than launching immediately into your speech, ask her if she can spare a few moments or if you can schedule a time to talk.

Keep it Professional

Instead of getting emotional, present your case in a logical, rational manner. If you express anger or complain, your manager may perceive it as a personal rather than professional issue. She might also refuse to discuss the situation because she’s uncomfortable with intense emotions. Frame your concerns in a way that demonstrates your commitment to the unit and its patients. If you’re approaching her about fellow nurses who aren’t doing their share, for example, tell her you’re worried the rest of the staff won’t be able to continue picking up the slack, possibly putting patients at risk.

Take Responsibility

When describing your concerns, avoid placing blame on the nurse manager or on other nurses in the unit. If you hold your manager responsible, she migth feel threatened or think you’re questioning her authority. If you blame another nurse for the problem, your manager might fear getting in the middle of a heated conflict between coworkers. Instead, focus on how you feel about the situation. This indicates you’re not trying to start trouble with her or anyone else in the unit, and that you realize your view is just one interpretation of events. For example, instead of saying “I’m tired of being passed over for important assignments,” say, “I feel ready to take on more responsibility, and I’d like to know what I can do to earn your trust.”

Talk to Her Supervisor

Be prepared to move up the chain of command. If your nurse manager can’t deal with conflict, you may find yourself at an impasse. In this case, your next step is to take the problem to the person above her. This isn’t necessarily going over her head. In nursing, the chain of command dictates that you start by talking to your immediate supervisor. If you can’t find a resolution, it’s acceptable to work your way up until you find someone with the authority or knowledge to resolve the problem.